A medical recruiter or hiring manager knows better about the challenges of healthcare recruiting. The unfortunate outbreak of COVID-19 has pushed hospitals and healthcare clinics to onboard suitable talent. Certainly, lack of talent can adversely impact their turnaround or return on investment (ROI). Simply put, the increasing demand of qualified specialists in this sector has increased the competition.
So, you have to brush up your medical recruitment strategies. How?
Here are the tips!
- Publish “we’re hiring” ads on niche job boards
There are certain extremely popular job boards, viz. indeed, reinforcement consultants and a lot more ones. Many healthcare recruitment agencies in Delhi are using it. You can increase your reach to the desirable talents by publishing an advert there. Choose your categories for hiring wisely. It’s where several aspirants get registered. So, reach out to the healthcare specialists directly there. It would certainly help you to discover appropriate candidates in no time.
- Invest in a recruiting software
Using software is a new normal in almost all domains. You can also try it for coming across hiring pains, like high cost per hire and limited access to multiple talents. It comes with multiple exceptional features like referral system (that involves current employees to recommend the one), tracking the status, related analytics and reports.
These software also have a capability to engage people to career pages. It comes with search engine optimization integrity, which lets you reach customers on mobile phones, tablets and other smart devices. Moreover, you can easily schedule interviews through any of them.
- Boost your employer branding
The demand for healthcare-based talent is higher these days. It’s vital to wisely strategize your recruitment process. Rethink to transform your approach & redefine your reach. Effectively communicate about what vision you have and what values you can add to prospective employees.
For example, publishing loyal employees with their pictures, testimonials and videos can help you to share their experience. This effort can inspire thousands of others to apply and onboard your healthcare industry.
- Assess candidate’s high value approach & skills
To outshine, you need such professionals that have people-centric approach. They have hospitality or helping values in their nature. Figure out their communication and listening skills. It’s an ability that works outstandingly well during stress or under pressure. You may assess it during interview rounds. For this, prepare some relevant scenarios to let them think and share what they feel and do. You may also use psychometric assessment tool for this purpose.
- Incentivize with benefits
For sustaining the competition, you need to come with competitive benefits. These can be leverages, privileges, high package, flexible working hours, shifts, and values together with the scope of promotion. So, you need to work on creating an attractive package for hiring. It should be extremely influencing and motivating to onboard there. You may offer medical insurance and associate them with health programs. The security to life is highly motivational thing, which they hardly ignore.
- Hire to fill skill-gaps
The skill gap is dangerous. There are certain clinics and hospitals where quack doctors (unqualified medical professionals) cause a big risk to their reputation. So, try to fill it up with the highly qualified professionals. Measure the talent on the basis of certifications, degrees, awards, recognition, and hands-on experience. Offbeat knowledge can also be destructive. Invite talent that is up-to-date and upskilled. It can help medical centers or hospitals to upgrade their obsolete knowledge. Besides, you can try these tips:
- Raise the minimum wage for the ones who gain updated skills
- Motivate the idea of on-the-job training
- Hire college graduates, who would be updated
- Re-absorb the most experienced retirees
- Monitor Average Salary
This is the most considerable tip because it really works well. You can monitor the average salary or package of this industry in your area or country. Define the package accordingly. Keep it a bit up for the most important positions. It would certainly attract the best hires.
These tips can also prove exceptional in lowering the attrition rate and boosting retention rates.